JINS JINS PARK

Development of Human Resources

Policy

Policy on Development of Human Resources

At JINS, employees are called "creators" as human resources who create new innovation through creative ideas. JINS offers them growth opportunities through training and actual operations to facilitate organizational growth and set up an environment where creators can take responsibility for their own growth and continue studying for themselves. Creators are provided on-the-job training (OJT) as a base of human resource development and off-the-job training (Off-JT) to complement their knowledge. For growth of creators, JINS has been developing systems for making creators professional as soon as possible by building training programs for inputs and a personnel system for evaluating their output.

Medium-term Goals for 2030 and Progress

Engagement of Employees

JINS has set high employee engagement as one of its sustainability goals, aiming to be an organization where all employees can play an active role with the world’s highest enthusiasm. “Wevox,” a survey service provided by Atrae, Inc., was adopted for the engagement survey with the goal of raising the score to 90 points by 2030, and JINS will continue to increase employee engagement. (A Wevox score of 90 points is in the top 5% of all companies using the service.)

*Revised in August 2022: The goal for 2030 for “Engagement of Employees” has been redefined in terms of engagement metrics and target values in order to make it a target that can be more precisely analyzed and operationalized.

Creating a Support System for Each and Every Employee to Contribute to Society
Developing In-House Ventures that Contribute to Society

We will promote two initiatives so that employees who work at JINS can grow into personnel who create fresh innovations through creative thinking.
For the first initiative, we will establish a system to support all employees throughout Japan to commit to engaging in activities that contribute to society. Currently, there are cases in which our stores take the initiative in resolving local issues. The other initiative is the development of in-house ventures. In order to build a strong organization that creates businesses that contribute to society, we will strengthen support for in-house startups and the training of personnel involved in them.

Main Activities

Career Development/Training Systems for Employees

JINS conducts a variety of employee training programs as part of our efforts to improve the working environment and promote diversity among our employees. In addition to training for eyewear sales skills, training to improve business skills, and high-level lectures by outside experts, we have created an environment in which employees can learn online whenever they like so that they can independently develop their abilities according to their own awareness of the issues.

Stores

We provide training and career support for all employees, including associate employees and part-time employees.

- Skill-up Training and Examination System
Employees can steadily acquire skills such as knowledge of eyewear and sales and learn about techniques at each of the four stages: entry, basic, advanced, and expert.

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- New Employee Training
In addition to learning about the company’s vision and fostering new employees’ mindsets, they can also learn practical knowledge and skills for the sale of eyeglasses in order to work at stores.

We also provide training and support tailored to the career stages of each employee.

- Career Challenge System
The Career Challenge System is a career development system for taking on new career challenges within the company. There are multiple positions available, and employees can apply for one every six months. When transferring from a store to the Head Office, employees can work at the Head Office while retaining their career at the store for up to one year. Knowledge and skills that cannot be developed at retail stores can be learned through OJT and Off-JT.

- Job Challenge System
The Job Challenge System is a career development system that enables employees to take on challenges in a variety of job categories. By participating in headquarters operations at the Planning Unit, employees can broaden their range of work and experience while engaging in retail store work as their main job.

- Women's Career Training
We provide career training for female employees by external experts. This training is an opportunity for each person to look back on their careers thus far to take stock of their own strengths and values, and to think about their ideal vision for the future from both a work and private perspective in order to consider a flexible career.

Head Office

Training programs such as management training for managers and project management and marketing training for specialist staff are provided for each position.
We additionally hold new employee training for new employees joining the Head Office organization, compliance training and IT security training to solidify the foundation of the organization, and skill development seminars where we invite various lecturers from outside the company, and all employees, including associate employees, can attend these programs.

Established “JINS Academy,” an In-House Educational Institution for the Purpose of Obtaining a National License

JINS established JINS Academy, an internal training institution for the purpose of acquiring qualifications, and by 2024, the objective is to have 500 employees acquire the “national qualification of comprehensive eyewear expert,” which was newly established in 2022. All JINS employees, including associate employees and part-time employees, who have been employed for two years or more at the time of the examination and passed the internal skill tests are eligible, and can acquire the qualification in as little as one and a half years once going through e-learning, a total of 12 academic training sessions, and taking courses in preparation for practical exams.
In addition, for employees who have already acquired advanced skills and knowledge, such as trainers who are in charge of employee education within JINS and holders of “JINS Meister,” an in-house proficiency certification given only to employees with excellent skills, financial support is provided to cover the complete cost of enrolling in a correspondence course at an outside optometry school. Upon completion of the correspondence course at the outside optometry school, students are exempted from the written exam in the licensing examinations for that national license, which is expected to provide reliable support for the acquisition of the license.

Remuneration System that Supports Growth and Enthusiasm

JINS believes that people and the organization are the most important pillar of a company’s growth. To allow all JINS employees to work with a high level of motivation, we have designed our personnel system to ensure that individuals who deliver results are evaluated accurately. The scope of responsibilities and the roles of each position are presented visually. Every six months, employees are evaluated based on individual performance (performance evaluation) and the core values that the company attaches importance to (value evaluation), and the evaluation results are reflected in bonus payments*. Employee progress is monitored through a one-on-one meeting with supervisors in the middle of the year, and a final evaluation is conducted at the end of the year. Based on the final evaluation results, employees hold a feedback meeting with their supervisors, which will contribute to their further growth.

* Regular employees undergo both performance and value evaluations, while associate and part-time employees (only those working a certain number of hours or more) undergo performance evaluations only.

Employee Stock Ownership Plan

In addition to supporting employees’ medium- to long-term asset building, JINS offers an employee stock ownership association to foster their sense of engagement in management processes. Membership is open to both regular and non-regular employees, including associate and contract employees, of JINS HOLDINGS Inc. and its subsidiaries in Japan. The company provides a 10% financial incentive for contributions made by each employee.

Obtaining Universal Manners Certification

In order to interact with the elderly and disabled with the right mindset and in the proper way, our employees have obtained the Universal Manners Grade 3 certification.
The Universal Manners were outlined by the Japan Universal Manners Association based in Osaka-shi, Osaka (Representative director: Toshiya Kakiuchi). They indicate how to be compassionate to those different from oneself, and how to provide help and support to them on the basis of sufficient understanding.
Aiming for accessible stores where the elderly and disabled can have a pleasant experience, JINS implemented Universal Manners in stores and among employees in hopes that this code of etiquette may spread even further.

Details

Measures to Disseminate the Vision to Employees

JINS is taking various measures to deeply disseminate its vision to each and every employee. We promote the creation of an environment where employees are always aware of JINS vision through conducting brand training at the time of joining the company, kick-off parties, and lectures by external experts for internal use.